Life Skills Inventory Analysis
Who are we? How do we think and behave? What is the impact of our thinking and behaving style? How do we change how we think and behave? These are questions that we experience as we look develop or grow as leaders. The Life Styles Inventory™ (LSI) is a tool to help answer these questions and develop a plan to address. It is a survey that measures the connection between thinking and behaving and its impact on performance. (LSI, 2015). It is used to identify a person’s strengths and improvement areas focusing on beliefs, values, behaviors and assumptions about yourself. Upon completion of the survey, it offers suggestions on how to improve or change the style to benefit themselves, others, and their organization.
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This is defined as “reflect self-enhancing thinking and behavior that contribute to one 's level of satisfaction, ability to develop healthy relationships and work effectively with people, and proficiency at accomplishing tasks”. (LSI, 2015) Within the constructive style, my primary thinking style is identified as affiliate. Affiliate style “reflects an interest in developing and sustaining pleasant relationships. (LSI, 2016) This trait has been is the foundation of who I am in my professional and personal network. Professionally, the affiliate style is extremely important as it is associated with having strong interpersonal skills, interacting with others and building relationships, all equally important in a leadership role. I have demonstrated these skills as I have developed relationships and created networks necessary to resolve issues, gained consensus on project teams, or answered questions to help move people forward in their daily tasks. I like connecting people, concentrating on linking the right people together to achieve a common goal. One final example of my affiliate style is my career choice. I am a learning and development professional responsible for creating relationships with participants, making individuals feel at ease, and assisting others as they transition to a new role, organization, and career. In the end, I would not have been successfully in any part of my career if I were not able to leverage the affiliate style of
Since I am a huge of assessments, the research was personal assessment heavy with all of the educational and professional assessments I have participated in over the last few years. It is very important for me to see where I fall as an employee, person and leader and make connections to current theories, which then in turn become practice for me in my career. The following assessments provided insight into my current and future leadership styles:
Aside from cultural leadership, my style relates to the attributes of a transformative leader. Through analyses of the Bell Curve, Leadership Behavior, and Motivation assessments, I had a strong need to see others succeed. I see college as a transformative experience and the front desk position is able to give students the qualities to be successful after college. I inspire my employees to share my vision and help them understand the reasons behind my values. I show personal integrity, self-confidence, and optimism for the future. Though these qualities I transform the organization with a more effective team.
In situational leadership theory and path-goal theory, both theories assume that leaders are flexible and can display any or all styles depending on the situation or environment. Situational leadership theory emphasizes the importance of adjusting leadership style based on the needs of the followers. Path-goal theory leaders help followers along their path and are more effective if they adapt their behaviors to the current environment. Each leadership theory describes four different styles or behaviors to use for effective leadership. The style of telling, selling, participating, and delegating are used in STL...
Like the California Psychological Inventory 430 (CPI 430), the California Psychological Inventory 260 (CPI 260) is designed to “furnish information to the interpreter from which a veridical (true-to-life) and useful picture may be drawn of the person taking the test” (Gough & Bradley, 1996, p. 1). A short form of the CPI 430, the CPI 260 was designed for use with businesses and career assessment. It is highly correlated with the CPI 430 and utilizes many of the same items. Additionally, the CPI 260 also uses the same scales as the CPI 430, although several scales have been renamed. There are three Vector Scales, four Lifestyle Types (each tester is placed into one of the four types), 20 Folk Scales, and seven Work-Related Measures (Gough & Bradley, 1996; Groth-Marnat, 2009). The 20 Folk Scales are grouped into four theoretically related categories: dealing with others, self-management, motivations and thinking style, and personal characteristics (Groth-Marnat, 2009). As a whole, the CPI 260 assessment presents a fairly comprehensive picture of the test-taker.
The Life Styles Inventory (LSI) is a self-assessment diagnostic instrument that measures 12 key thinking patterns, or "styles". The LSI promotes performance change and improvement by increasing personal understanding of one's thinking and behavior. By responding to these 240 inventory items, individuals learn exactly where they need to focus their development efforts, without ambiguity or guesswork. The results of the self-description are plotted on a circular graph for easy visualization of how the individual thinks and behaves in the 12 LSI styles. This profile acts as a personalized developmental needs assessment, calling attention to the individual's strengths as well as areas needing improvement.
Upon receiving this project, I immediately began to worry about a survey that would seek to determine how strong of a leader I would be. I cowered at the fact of coming up with either false information or information I felt was less than perfect. I think that this fear alone, confirms my primary style. My primary style is that of Self-Actualization. Self-Actualized individuals seek to always become all that we can with the talents and knowledge we have. We tend to be creative and like to live in the moment. We bring almost a refreshing perspective to most situations and have a continuous intrinsic drive for self-development. I see this style manifested in myself on a daily basis by my strong desire to always meet new challenges. My motivation for success and coming up with new ideas is completely internal, and when the outlook seems grim to others, I am always the one that sees a positive outcome ahead, through the use of a plan. Although, I am currently a stay at home mom, I would imagine that as a manager that worked outside the home, I would share the same values as I do at home. I am a planner and a “lister”, because I feel that in order to tackle a task, the plan of attack must be clearly laid out and readily available to refer to. My backup thinking style is the Achievement style. I think this is very obvious because I seek to find jobs or take on challenges that will allow me to feel a sense of achievement. I have been known to quit jobs that paid a decent amount, but weren’t allowing me to achieve anything. On several jobs before, I’ve ended each day with a feeling of unimportance or frustration because I felt like the majority of my day had been spent working a job that wasn’t fulfilling or impacting the world. I think the fact that I decided to leave the corporate working world to be a stay at home mom, attests to the fact that I want to feel a sense of achievement in the personal raising of my child. I want to set up a standard for my child to ultimately be able to be a self-actualized person as he grows older.
Across the globe, there are CEO’s, managers, and several other individual’s in leadership-type roles that have the expectation of making their company successful in the eyes of the investors, the employees, and the customers that they serve. This may be measured by a company’s gross profitability, employee engagement or overall customer satisfaction. Most companies have leadership models and strategies in place that leaders are expected to use in order to drive the expectations of the company while maintaining consistency across the business. In an effort to examine various types of leadership styles, I have conducted interviews with two individuals that are or have been previously tasked with leading their teams and their company towards success.
Do you think you know yourself well enough? I would say “Yes” and “NO”. My awareness of behavior is separated into observable and unconscious. Observable is thoughts that I realize and acceptable. Unconscious are thoughts those are not easy to be accepted by my personality, so I ignore the existence of it, but it still can be recognized from my behavior. Life Style Inventory (LSI) is an evaluation test of 12 measurements to assist people to have more knowledge about each style and understand what styles they belong to. Also, it contains the purpose of self-improvement. It shows the positive and negative of each style and how to enhance to the way they want.
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
the personal leadership development plan is to capture the self-awareness of an individual. People in general have a difficult time trying to figure out who they are and how they view themselves plus how others may see them. This plan touched on my personal strengths, areas of improvement, and also made me more aware of those areas I can improve. The Personal Profile System, Team Dimensions Profile, Full Range Leadership Development (FRLD), Kirton’s Adaption-Innovation, Critical Thinking, and Four Domains of Wellness concepts were all used to provide a better understanding of how I function.
Transformational leaders want individuals to make a positive change in their lives and try to help people apply a positive change on a daily basis. The leaders do this by implementing individual considerations which, according to Kendrick (2011), “treats each follower as a unique contributor and provides coaching, mentoring, feedback and growth opportunities.” This makes such an impact on people because each individual is getting different mentoring, feedback, and growth opportunities due to their unique personality. It is very important for each person to have this because everyone has a different learning ability and motivation. This helps each individual with their own distinctive endeavor.
Many individuals and organizations, uses these tools to evaluate leadership abilities. It is almost similar to a SWOT analysis, which measures strengths, weaknesses, opportunities and treats. I find the LCSI extremely effective because it assesses leadership competencies in five major areas: personal, analytical, communication, organizational and positional competencies. Then, it further operationalizes the five important skills into core qualities that exceptional leaders own. After completing my scorecard, I was able to do my SWOT analysis. It assisted me to identify my strong and weak areas. In this pape...
Answering the question “‘Who are you?’ is where every leadership journey begins” (Kouzes & Posner, 2012, p. 43). My philosophy of leadership would be firmly rooted in compassion. It is my goal to create a learning environment that is supportive, fosters mutual respect and collaboration, and where students and staff feel safe and cared about. It is only when this type of environment is in place that I believe learning can take place to its fullest capacity. Through my completion of the survey for assessing natural leadership qualities, I was determined to be a creative assertive quality type (Glanz, 2002, p. 191-196). The characteristics listed on the high end of the creative assertive continuum are fitting to my personality (Glanz, 2002, p. 74). I am an emotional, sensitive, and caring person. I place extreme value on the presence of humanity in the world. Along with recognizing the importance of my students learning in many capacities, I believe we must educate the whole person by giving significant attention to the developing character of each individual child. It is my philosophy that by helping students to grow into critical thinkers that possess outstanding character, which includes demonstrating sensitivity and concern for others, that their lives will be rewarding as they contribute positively to the wor...
In order for leaders to be effective in various roles and changing environments in their personal lives and occupations, they must acquire knowledge of different styles and theories of leadership. "Debate is common about which leadership style is most effective. The answer, of course…it all depends" (Kohntopp, 2012). Through completing the leadership assessment to determine how personal characteristics categorize into Kent University’s leadership styles, and comparing the classification of these various styles as they pertain to personal experience, one can determine what characteristics to utilize dependent on specific scenarios. By implementing the C.O.A.T. theory of assessment, as well as the Transformational
After understanding the theory behind both the trait and skill approach, I was eager to evaluate and reflect on my own leadership traits. It was interesting to see how the trait approach allowed me to better understand whether or not I have certain traits considered to be important for leadership, while skills approach allowed me to evaluate my strengths and weaknesses in the technical, human and conceptual skills. From completing the Leadership Trait Questionnaire (LTQ) and the Skills Inventory, I was able to reflect more on how I behave towards others in a leadership context, as well as the skills that I currently possess. As a naturally extroverted person, I have been taking on leadership roles from a young age. The findings from these two